Organisation and contact details - Healthscope · Como Sleep Centre Cotham Private Hospital Darwin Private Hospital Dorset Rehabilitation Centre ... Perth Breast Clinic. Date submitted:

Date submitted: 01-Jun-2015 10:22:48Unique report number: jfbdm6qqkp

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2014-15 public report form submitted by Healthscope Limited to the Workplace Gender Equality Agency

Organisation and contact detailsLegal name Healthscope LimitedABN 65144840639

Organisation registration

ANZSIC 8401 Hospitals (Except Psychiatric Hospitals)

Organisation details

Trading name/s Advantage Sports Medicine Blackburn Allamanda Medical Centre Allamanda Private Hospital Allamanda Surgicentre Bellbird Private Hospital Brisbane Private Hospital Campbelltown Private Hospital Como Private Hospital Como Sleep Centre Cotham Private Hospital Darwin Private Hospital Dorset Rehabilitation Centre Geelong Private Hospital Gold Coast Private Hospital Greater Eastern Cancer Service Griffith Rehabilitation Hospital Gum Nut Café Healthscope Community Programs Healthscope Independence Service Healthscope Independence Service Healthscope Oncology Services Hobart Private Hospital Holmesglen Private Hospital John Fawkner Private Hospital Knox Private Hospital Knox Surgical Service KnoxHeartCentre Lady Davidson Private Hospital Melbourne Private Hospital Mosman Private Hospital Mount Hospital Mount Hospital Priority Admission Service National Capital Private Hospital Nepean Private Hospital Newcastle Private Hospital North Eastern Rehabilitation Centre Northpark Private Hospital Norwest Endoscopy and Day Surgery Norwest Private Endoscopy and Day Surgery Norwest Private Hospital Pacific Oncology Centre Pacific Private Day Hospital Pacific Private Hospital Parklands Private Hospital Parkwynd Private Hospital Peninsula Private Hospital Perth Breast Clinic


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Pine Rivers Private Hospital Pine Rivers Private Hospital Specialist Centre Prince of Wales Private Hospital Ringwood Private Hospital St. Helen's Private Hospital Sunnybank Private Hospital Sydney South West Private Hospital The Geelong Clinic The Hills Private Hospital The Melbourne Clinic The Mosman Clinic The Southwest Clinic The Sydney Clinic The Victoria Clinic The Victorian Rehabilitation Centre Tweed Day Surgery F.P.D.S Frankston Private Day Surgery Peninsula Oncology Centre ARL Pathology Davies Campbell De Lambert Pathology Gribbles Pathology Gribbles Veterinary Pathology Healthscope Advanced Pathology Healthscope Commercial Pathology Healthscope Functional Pathology Healthscope Pathology Healthscope Pathology Clayton Reproductive Laboratory Healthscope Pathology Hawthorn Reproductive Laboratory

Mount Labs Mount Pathology The Gribbles Group AINSLIE FAMILY PRACTICE AUCHENFLOWER FAMILY PRACTICE BARWELL MEDICAL CENTRE BLACKBURN ROAD MEDICAL CENTRE BROADWATER MEDICAL CENTRE BROADWAY GENERAL PRACTICE Brunswick Betta Health BUNDALL MEDICAL CENTRE CARDIFF MEDICAL AND SKIN CANCER CLINIC CAROUSEL MEDICAL CENTRE CHAMPION DRIVE MEDICAL CENTRE CHANCELLOR PARK FAMILY MEDICAL PRACTICE CHERMSIDE COSMETICS CHERMSIDE MEDICAL CENTRE CROYDON FAMILY PRACTICE DROMANA FAMILY DOCTORS DUNSBOROUGH MEDICAL CENTRE FIVE DOCK MEDICAL CENTRE Glasshouse Mountains Medical Centre GLENROY FAMILY PRACTICE HAWTHORN FAMILY PRACTICE HEALTHSCOPE OCCUPATIONAL


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HEALTH HEALTHSCOPE TRAVEL MEDICINE CLINIC JOONDALUP CITY MEDICAL GROUP KEALBA FAMILY PRACTICE MATER HILL FAMILY MEDICAL CENTRE MILL PARK FAMILY PRACTICE MILTON CLINIC

MOLESCAN NEW SOUTH WALES Molescan Skin Cancer Clinic MORNINGTON FAMILY DOCTORS Mountain Creek Medical Centre NOOSAVILLE 7-DAY MEDICAL CENTRE NORTH CANBERRA FAMILY PRACTICE PALM SPRINGS MEDICAL CENTRE PARK BEACH FAMILY PRACTICE PARK ORCHARDS FAMILY PRACTICE ROCKINGHAM CITY SURGERY SANS SOUCI MEDICAL PRACTICE Skinscope SOUTH MELBOURNE FAMILY PRACTICE ST ANDREWS MEDICAL GROUP SWANSTON STREET MEDICAL CENTRE Sydney Square Breast Clinic TANDARA MEDICAL GROUP TEMPLESTOWE DISTRICT MEDICAL CENTRE The Sydney Breast Clinic WENTWORTH AVENUE FAMILY PRACTICE WOODBRIDGE MEDICAL CENTRE Woodford Family Medical Centre WYONG FAMILY PRACTICE YANCHEP MEDICAL CENTRE

ASX code (if relevant)

HSO

Postal address PO Box 7586ST KILDA ROAD VIC 8004AUSTRALIA

Organisation phone number

(03) 9926 7500

Ultimate parent Healthscope LimitedNumber of employees covered in this report submission

17,183Reporting structure

Other organisations reported on in this report

P.O.W. Hospital Pty LimitedMolescan Australia Pty LtdAdvanced Medical Technology Pty LimitedPathology Vision Pty LimitedHopkins Services Pty LtdDarwin Private Hospital Pty LtdAustralian Hospital Care (Ringwood) Pty LtdPathology Victoria Pty LimitedAustralian Hospital Care (Lady Davidson) Pty Ltd


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Brisbane Waters Administration Pty LtdBrisbane Private Hospital Pty LtdD F G Clinics Pty LtdPathology Diagnostics Pty LimitedHealthscope Medical Centre Pty LtdDavies Campbell & De Lambert Pty LimitedNewcastle Private Hospital Pty LimitedHealthscope South Australia Pty LtdGribbles Pathology Pty LtdHealthscope (Tasmania) Pty LtdRiverCity Private Hospital Pty LtdPacific Private Hospital Pty ltdAustralian Hospital Care (Como) Pty. Ltd.Australian Hospital Care (Knox) Pty. Ltd.The Victorian Rehabilitation Centre Pty LtdMelbourne Hospital Pty LimitedBrisbane Waters Equities Pty LtdClinical Laboratories Pty LtdGeneral Pathology Laboratories Pty LtdPathology First Pty LimitedAllamanda Private Hospital Pty LtdThe Trustee for GCPH Operating TrustHealthcare of Australia Pty LtdSydney Breast Clinic Pty LtdPathology NSW Pty LimitedAllamanda Surgicentre Pty LtdPathology Specialists Pty Limited


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Workplace profileManager

No. of employeesManager occupational categories Reporting level to CEO Employment status

F M Total employeesFull-time permanent 0 1 1Full-time contract 0 0 0Part-time permanent 0 0 0Part-time contract 0 0 0

CEO/Head of Business in Australia 0

Casual 0 0 0Full-time permanent 3 7 10Full-time contract 0 0 0Part-time permanent 0 0 0Part-time contract 0 0 0

-1


Key management personnel

-2


Other executives/General managers -2


-2


Senior Managers

-3


Other managers -4

Casual 22 4 26


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Manager occupational categories Reporting level to CEO Employment statusNo. of employees

F M Total employeesGrand total: all managers 1,101 288 1,389


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Non-manager

No. of employees (excluding graduates and apprentices)

No. of graduates (if applicable)

No. of apprentices (if applicable)Non-manager occupational

categoriesEmployment

statusF M F M F M

Total employees

Full-time permanent 1,914 434 70 6 0 0 2,424

Full-time contract 0 0 0 0 0 0 0Part-time permanent 3,804 311 72 8 0 0 4,195

Part-time contract 0 0 0 0 0 0 0

Professionals

Casual 2,614 527 5 0 0 0 3,146Full-time permanent 138 96 0 0 0 0 234

Full-time contract 0 0 0 0 0 0 0Part-time permanent 163 61 0 0 0 0 224


Technicians and trade

Casual 74 59 0 0 0 0 133Full-time permanent 2 1 0 0 0 0 3



Community and personal service




Clerical and administrative


Full-time contract 0 0 0 0 0 0 0SalesPart-time permanent 0 0 0 0 0 0 0


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Non-manager occupational categories

Employment status

No. of employees (excluding graduates and apprentices)

No. of graduates (if applicable)

No. of apprentices (if applicable) Total

employeesF M F M F M





Machinery operators and drivers




Labourers


Full-time contract 0 0 0 0 0 0 0Part-time permanent 1,088 264 0 0 0 0 1,352


Others

Casual 699 500 0 0 0 0 1,199Grand total: all non-managers 12,788 2,843 147 14 1 1 15,794


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Reporting questionnaire

Gender equality indicator 1: Gender composition of workforce

Note: Additional help can be accessed by hovering your cursor over question text.

1 Do you have formal policies or formal strategies in place that SPECIFICALLY SUPPORT GENDER EQUALITY in relation to:

1.1 Recruitment? Yes (you can select policy and/or strategy options)

Standalone policy Policy is contained within another policy Standalone strategy Strategy is contained within another strategy

No No, currently under development No, insufficient human resources staff No, don't have expertise No, not a priority

1.2 Retention? Yes (you can select policy and/or strategy options)



1.3 Performance management processes? Yes (you can select policy and/or strategy options)



1.4 Promotions? Yes (you can select policy and/or strategy options)




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1.5 Talent identification/identification of high potentials? Yes (you can select policy and/or strategy options)



1.6 Succession planning? Yes (you can select policy and/or strategy options)



1.7 Training and development? Yes (you can select policy and/or strategy options)



1.8 Resignations? Yes (you can select policy and/or strategy options)



1.9 Key performance indicators for managers relating to gender equality? Yes (you can select policy and/or strategy options)




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1.10 Gender equality overall? Yes (you can select policy and/or strategy options)



1.11 You may provide details of other formal policies or formal strategies that specifically support gender equality that may be in place: Healthscope recognises that people are its most important asset and is committed to the maintenance and promotion of workplace diversity (Diversity Policy-July 2014). In 2014 the Board of Directors of Healthscope Operations Limited approved Healthscope’s Diversity Policy that sets the vision for diversity across the organisation. This incorporates a number of different characteristics including but not limited to gender, ethnicity, disability, age and educational experience. Diversity drives Healthscope’s ability to attract, retain, motivate and develop the best talent and create an engaged workforce to deliver the highest quality services to its patients and clients.Gender Diversity is a key focus of the policy, specifically representation of women in senior management positions (refer to 2.5). Strategies to facilitate greater gender diversity in management and leadership roles will include implementing policies which address impediments to gender diversity in the workplace including parental leave and flexible work arrangements and reviewing these policies to ensure that they are available to and utilised by both men and women.

1.12 Should you wish to provide additional information on any of your responses under Gender equality indicator 1, please do so below:

Gender equality indicator 2: Gender composition of governing bodies

2 Does your organisation, or any organisation you are reporting on, have a governing body/board?

Yes No

2.1 Please complete the table below. List the names of organisations on whose governing bodies/boards you are reporting. For each organisation, enter the gender composition (in numbers, not percentages) of that governing body/board; and where in place, include what percentage target has been set relating to the representation of women, and the year the target is to be reached.

IMPORTANT NOTE: where an organisation name has been entered in the table, you must enter the gender composition NUMBERS of that governing body/board. If no target has been set for that particular governing body/board, please enter the number 0 in the '% Target' column and leave the 'Year to be reached' column blank. Otherwise, please enter a number from 0-100 in the '% Target' column and a date in the format of YYYY in the ' Year to be reached' column.

Organisation name

Gender and NUMBER

(NOT percentage) of chairperson/s

Gender and NUMBER (NOT percentage) of

other board members

% target for representation of women on each board

Year to be reached


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F M F M

(enter a percentage

number from 0-100)

(in YYYY format; if no target has been set,

leave blank)

1

Healthscope Limited (ACN 144 840 639)

1 0 0 5 0

2

Healthscope Operations

Pty Ltd (ACN 006 405 152)

0 0 0 2 0

3

Clinical Laboratories

Pty Ltd(ACN 006 823 089)

0 0 0 2 0

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

19

20

21

22

23


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24

25

26

27

28

29

30

2.1a If you have reported a large number of governing body/board members (over 17) for any organisation listed as having a governing body/board in the table in question 2.1, please tick the box confirming this is an accurate NUMBER, and NOT a PERCENTAGE.

Yes, the data provided in question 2.1 reflect numbers not percentages.

2.2 For any governing bodies/boards where a target relating to the representation of women has not been set, you may specify why below:

Governing body has gender balance (e.g. 40% women/40% men/20% either) Currently under development Insufficient human resources staff Don’t have expertise Do not have control over board appointments (provide details why):

Not a priority Other (provide details):

2.3 Do you have a formal selection policy or formal selection strategy for governing body/board members for ALL organisations covered in this report?

Yes Standalone policy Policy is contained within another policy Standalone strategy Strategy is contained within another strategy

No No, in place for some governing bodies No, currently under development No, insufficient human resources staff No, do not have control over board appointments (provide details why):

No, don't have expertise No, not a priority No, other (provide details):

2.4 Partnership structures only: (do NOT answer this question if your organisation is an incorporated entity (i.e. Pty Ltd, Ltd or Inc)). For partnerships, please enter the total number of female and male equity partners (excluding the managing partner) in the following table. Details of your managing partner should be included separately in the CEO row of your workplace profile. If you have a separate governing body/board of directors, please enter its composition in question 2.1.

Full-time

females

Part-time

females

Full-time

males

Part-time

males


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Full-time

females

Part-time

females

Full-time

males

Part-time

malesEquity partners who ARE key management

personnel (KMPs) (excluding your managing partner)

Equity partners who are NOT key management personnel (KMPs)

2.5 Should you wish to provide additional information on any of your responses under Gender equality indicator 2, please do so below: Healthscope’s Diversity Policy (Refer 1.11) sets the vision for diversity across the organisation and specifically at a Board and senior management level; gender has been identified as a key area of focus for the Company. The primary focus of the policy is to achieve, over a reasonable transition period, adequate representation of women in senior management positions and on the Board.Strategies aimed to achieve this objective include:• Setting measurable objectives relating to gender at all senior management and leadership levels;• Broadening the field of potential candidates for senior management and board appointments;• Increasing the transparency of the board appointment process; and• Embedding performance as an evaluation criteria for the annual Board performance evaluationIt is anticipated that a diversity target is to be set before the end of this financial year.The Nomination Committee’s responsibility is to annually review performance against set targets and objectives and to review the proportion of women employed by the Company as a whole, in senior management positions and who are on the Board. (Diversity Policy- July 2014)

Gender equality indicator 3: Equal remuneration between women and men

3 Do you have a formal policy or strategy on remuneration generally? Yes


No No, currently under development No, insufficient human resources staff No, included in workplace agreement No, don’t have expertise No, salaries set by awards or industrial agreements No, non-award employees paid market rate No, not a priority No, other (provide details):

3.1 Are specific gender pay equity objectives included in your formal policy or formal strategy?

Yes (provide details in questions 3.2 and/or 3.3 below) No No, currently under development No, insufficient human resources staff No, don’t have expertise No, salaries set by awards or industrial agreements


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No, non-award employees are paid market rate No, not a priority No, other (provide details):

4 Has a gender remuneration gap analysis been undertaken? Yes. When was the most recent gender remuneration gap analysis undertaken?

Within last 12 months Within last 1-2 years More than 2 years ago but less than 4 years ago Other (provide details):

No No, currently under development No, insufficient human resources staff No, don’t have expertise No, salaries for ALL employees (including managers) are set by awards or industrial

agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)

No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)

No, non-award employees are paid market rate No, not a priority No, other (provide details):

4.2 Should you wish to provide additional information on any of your responses under Gender equality indicator 3, please do so below:A key objective of Healthscope’s Remuneration Policy is to ensure that the Company’s remuneration structures are equitable and aligned with the long term interests of the Company and its shareholders. A review of remuneration by gender and strategies to address any pay bias has been set by Healthscope’s Remuneration Committee with key findings and any recommendations to be reported to the Board.

Gender equality indicator 4: Flexible working and support for employees with family and caring responsibilities

5 Do you provide employer funded paid parental leave for PRIMARY CARERS, in addition to any government funded parental leave scheme for primary carers?

Yes No No, currently being considered No, insufficient human resources staff No, government scheme is sufficient No, don’t know how to implement No, not a priority No, other (provide details):

5.1 Please indicate the number of weeks of employer funded parental leave that are provided for primary carers.14

5.2 How is employer funded paid parental leave provided to the primary carer? By paying the gap between the employee’s salary and the government’s paid parental

leave scheme


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By paying the employee’s full salary (in addition to the government’s paid scheme), regardless of the period of time over which it is paid. For example, full pay for 12 weeks or half pay for 24 weeks

As a lump sum payment (paid pre- or post- parental leave, or a combination)

6 Do you provide employer funded paid parental leave for SECONDARY CARERS, in addition to any government funded parental leave scheme for secondary carers?

Yes, one week or greater Yes, less than one week No No, currently being considered No, insufficient human resources staff No, government scheme is sufficient No, don’t know how to implement No, not a priority No, other (provide details):

6.1 Please indicate the number of weeks of employer funded parental leave that are provided for secondary carers.1

7 How many female and male managers, and female and male non-managers, have utilised parental leave (paid and/or unpaid) during the past reporting period?

Primary carer's leave Secondary carer's leaveFemale Male Female Male

Managers 26 0 1 3

Non-managers 625 12 3 28

8 What proportion of your total workforce has access to employer funded paid parental leave?

Primary carer's leave Secondary carer's leave

% 90 60

9 Do you have a formal policy or formal strategy on flexible working arrangements? Yes


No No, currently under development No, insufficient human resources staff No, included in workplace agreement No, don’t have expertise No, don’t offer flexible arrangements No, not a priority No, other (provide details):

10 Do you have a formal policy or formal strategy to support employees with family and caring responsibilities?



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No No, currently under development No, insufficient human resources staff No, included in workplace agreement No, don’t have expertise No, don’t offer flexible arrangements No, not a priority No, other (provide details):

11 Do you have any non-leave based measures to support employees with family and caring responsibilities?

Yes No No, currently under development No, insufficient human resources staff No, don’t have expertise No, not a priority No, other (provide details):

11.1 To understand where these measures are available, do you have other worksites in addition to your head office?

Yes No

11.2 Please indicate what measures are in place and in which worksites they are available (if you do not have multiple worksites, you would select 'Head office only'):

Employer subsidised childcare Head office only Other worksites only Head office and some other worksites All worksites including head office

On-site childcare Head office only Other worksites only Head office and some other worksites All worksites including head office

Breastfeeding facilities Head office only Other worksites only Head office and some other worksites All worksites including head office

Childcare referral services Head office only Other worksites only Head office and some other worksites All worksites including head office

Internal support network for parents Head office only Other worksites only Head office and some other worksites All worksites including head office

Return to work bonus Head office only Other worksites only Head office and some other worksites All worksites including head office

Information packs to support new parents and/or those with elder care responsibilities Head office only


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Other worksites only Head office and some other worksites All worksites including head office

Referral services to support employees with family and/or caring responsibilities Head office only Other worksites only Head office and some other worksites All worksites including head office

Targeted communication mechanisms, for example intranet/forums Head office only Other worksites only Head office and some other worksites All worksites including head office

None of the above, please complete question 11.3 below

11.3 Please provide details of any other non-leave based measures that are in place and at which worksites they are available:

12 Do you have a formal policy or formal strategy to support employees who are experiencing family or domestic violence?


No No, currently under development No, insufficient human resources staff No, included in workplace agreement No, not aware of the need No, don't have expertise No, not a priority No, other (provide details):

13 Other than a policy or strategy, do you have any measures to support employees who are experiencing family or domestic violence?

Yes - please indicate the type of measures in place (more than one option can be selected):

Employee assistance program Access to leave Training of human resources (or other) staff Referral to support services Other (provide details):

No No, currently under development No, insufficient human resources staff No, not aware of the need No, don’t have expertise No, not a priority No, other (provide details):

14 Please tick the checkboxes in the table below to indicate which employment terms, conditions or practices are available to your employees (please note that not ticking a box indicates that a particular employment term, condition or practice is not in place):

Managers Non-managersFemale Male Female Male


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Formal Informal Formal Informal Formal Informal Formal InformalFlexible hours

of work

Compressed working weeks

Time-in-lieu

Telecommuting

Part-time work

Job sharing

Carer's leave

Purchased leave

Unpaid leave

14.1 If there are any other employment terms, conditions or practices that are available to your employees, you may provide details of those below:Healthscope’s commitment to provide a family friendly workplace is enshrined in its enterprise agreements, which also include additional provisions such as: • Flexible rostering including self-rostering, ability to apply for extra shifts and ability to apply for 12 hour shifts;• Compressed working hours;• ‘Banking’ of work hours;• Flexible leave arrangements, such as the ability to substitute public holidays for annual leave; and • Transition to retirement

14.2 Where employment terms, conditions or practices are not available to your employees for any of the categories listed above, you may specify why below:

Currently under development Insufficient human resources staff Don't have expertise Not a priority Other (provide details):


Gender equality indicator 5: Consultation with employees on issues concerning gender equality in the workplace

15 Have you consulted with employees on issues concerning gender equality in your workplace?

Yes No No, not needed (provide details why):

No, insufficient human resources staff No, don't have expertise


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No, not a priority No, other (provide details):

15.1 How did you consult with employees on issues concerning gender equality in your workplace (more than one option can be selected)?

Survey Consultative committee or group Focus groups Exit interviews Performance discussions Other (provide details):

15.2 What categories of employees did you consult? All staff Women only Men only Human resources managers Management Employee representative group(s) Diversity committee or equivalent Women and men who have resigned while on parental leave Other (provide details):


Gender equality indicator 6: Sex-based harassment and discrimination

16 Do you have a formal policy or formal strategy on sex-based harassment and discrimination prevention?


No No, currently under development No, insufficient human resources staff No, included in workplace agreement No, don't have expertise No, not a priority No, other (provide details):

16.1 Do you include a grievance process in any sex-based harassment and discrimination prevention policy or strategy?

Yes No No, currently under development No, insufficient human resources staff No, don't have expertise No, not a priority No, other (provide details):


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17 Does your workplace provide training for all managers on sex-based harassment and discrimination prevention?

Yes - please indicate how often this training is provided (‘At induction’ AND one of the other options can be selected):

At induction At least annually Every one-to-two years Every three years or more Varies across business units Other (provide details):

No No, currently under development No, insufficient human resources staff No, don’t have expertise No, not a priority No, other (provide details):


Other

18 Should you wish to provide details of any initiatives that you feel are particularly outstanding, or that have resulted in improved gender equality outcomes in your workplace, please enter this information below. (As with all of the questions in this questionnaire, any information you provide here will appear in your public report.)Executive and Senior Leadership ProgramA specific focus of Healthscope’s Diversity Policy is to address the representation of women in senior management positions and to actively facilitate a more diverse representative management and leadership structure. A key strategy to facilitate greater gender diversity in management and leadership roles is to:• monitor the effectiveness of, and continue to expand on, exiting initiatives designed to identify, support and develop talented women (Diversity Policy Item 3: Promoting gender diversity)Healthscope has significantly invested in leadership development across all management levels to strengthen leadership competency across the business and to build a pipeline to increase female representation at senior management and executive levels.

A key focus in the 2014- 2015 reporting period was the expansion of Healthscope’s Executive and Senior Leadership Program. In addition to ongoing professional development and retention activities specific opportunities were provided as part of this program:• An international study tour;• Attendance at external high level national conferences

State Managers assessed potential participants based on several selection criteria including talent identification and growth ratings, talent pool rationale and previous development opportunities.

Recommendations were submitted to the Managing Director for final approval. In addition to increasing the representation of women at senior levels key objectives of the program are to:


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• Create experiential leadership opportunities for potential future group executives;• Ensure that Healthscope’s most growth leaders are recognised for their loyalty and challenged to think about innovations for the future; and• Develop benchmarking opportunities

Gender Representation: 60% of senior leaders participating in this program were women.

New manager and High Potential Development

Healthscope also continued to offer its highly successful Leadership Foundations for High Potential Middle Managers and Supporting Leaders program ( as reported in 2013-2014) that are central to its leadership development initiatives, group wide succession plan and retention strategy.

Leadership FoundationsOf the FY15 intake, 80% are female.The promotion rate for the 2013 and 2014 intakes is 27%. 88% of promotions into more senior roles from the 2013 & 2014 cohorts were women.94% retention rate of participants for the 2013 and 2014 intake.

Supporting Leaders ProgramFY15 intake (July – Dec 2014): 12 new leaders. Of the FY15 intake 67% are female.An 89% retention rate since 2011 that has increased to 100% retention for the 2013 and 2014 cohorts.

Through the ongoing commitment to leadership development, Healthscope is building its internal talent reserves to ensure that there are not only women prepared to undertake executive roles but that all future leaders regardless of gender have the knowledge, skills and capabilities needed to adapt and succeed in an increasingly complex and challenging healthcare environment and to support Healthscope’s success into the future.

Accountabilities:In addition to reviewing the proportion of women who are employed by the company as a whole, the Nomination Committee will also review annually the gender representation across senior management positions and on the Board and report these findings to the Board (Diversity Policy 2014).

Organisation and contact details - Healthscope · Como Sleep Centre Cotham Private Hospital Darwin Private Hospital Dorset Rehabilitation Centre ... Perth Breast Clinic. Date submitted:

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